1. Human Resource Management
What is it all about?

2. Topics 1 Workforce planning Motivation theories 3 Recruitment Process
4 Training
Employee Relations
Appraisal
7 Legislation affecting the workplace

3. RECRUITMENT AND SELECTION
* There is a difference between recruitment and selection

4. Task 1 Location – anywhere! Core Skill – HR/Training Click Search
Go to
Search for a - Human Resource Manager
Write down the job title
Write down at least 4 things they have responsibility for
Location – anywhere!
Core Skill – HR/Training
Click Search

5. CARRY OUT A JOB ANALYSIS
RECRUITMENT PROCESS
There are 4 steps in the recruitment process
CARRY OUT A JOB ANALYSIS
PREPARE A JOB DESCRIPTION
PREPARE A PERSON SPECIFICATION
ADVERTISE THE VACANCY

6. WHAT IS A JOB ANALYSIS? A job analysis is simply finding out what
tasks and duties are involved in a job.

7. PREPARE A JOB DESCRIPTION
After the job has been analysed a job description will be prepared.
It will include details such as:
Job title
Purpose of the job
Duties to be undertaken
Who you are accountable to and/or responsible for
Working conditions
Entitlements eg holidays, pay, bonuses…

8. PREPARE A PERSON SPECIFICATION
After a Job Description has been prepared a person PERSON SPECIFICATION will be drawn up.
The person specification, gives details about the type of person that is wanted and will include such details as -
educational qualifications needed
previous experience desired
skills needed
personal qualities required
Think of examples of skills
Think of examples of personal qualities
Often the details are divided
into what is ESSENTIAL
(must have) and what is
DESIRABLE (should have)

9. Task 2 Go to http://www.s1jobs.com
Search for one job in each of these categories:
‘Marketing/PR’ and ‘Any’
‘Production/Operation’ and ‘Quality Control’
Write down the 3 things that would be examples of person specification
Write down 3 things that would be examples of job description
You have 15 minutes maximum to do this…

10. CARRY OUT A JOB ANALYSIS
RECRUITMENT PROCESS
There are 4 steps in the recruitment process
CARRY OUT A JOB ANALYSIS
PREPARE A JOB DESCRIPTION
PREPARE A PERSON SPECIFICATION
ADVERTISE THE VACANCY

11. QUESTION What is a Job Analysis? Why would a Job Analysis be created?
What is a Job Description and what does it include?
What is a Person Specification and what does it include?

12. (from outside the organisation) or INTERNALLY
Employees can be recruited either
EXTERNALLY
(from outside the organisation) or
INTERNALLY
(from inside the organisation)
In your groups, write down as many methods by which a business can recruit employees.
From the business point of view - write down one advantage

13. INTERNAL RECRUITMENT
Advantages of Internal Recruitment -
Strengths and weaknesses of applicants known - less chance of making a bad appointment
Inexpensive as adverts and/or employment agencies do not have to be paid for
No need for induction training, as the employee already knows about the business
Disadvantages of Internal Recruitment -
Fewer people to choose from
Another vacancy will be created
Employees may feel rejected if not selected

14. Methods of External Recruitment
Employment Agencies
Radio
Internet
Methods of External Recruitment
Newspapers
Job Centres

15. NEWSPAPERS/MAGAZINES
Different magazines and papers have different readerships.
Examples?....
The type of paper used will depend on the what the type of job vacancy – targeted approach is used.
Less likely now due to declining readership as a result of Internet.

16. JOB CENTRES
Provide a service to employers and workers as they advertise jobs.
Services are free to businesses and those seeking jobs.
Each centre keeps a database of those seeking work.

17. Recruitment using the INTERNET
The internet is becoming an increasingly popular method of advertising job vacancies
Relatively nexpensive method of advertising
Applicants can upload CVs online and apply much quicker.
Often used by recruitment agencies – eg Stafffinders
Agencies may specialise in particular occupations.

18. RADIO Different radio stations have different audiences
Different radio programmes have different audiences
Mostly used to advertise local job vacancies
Radio stations charge for their services

19. RECRUITMENT AGENCY These agencies charge for their services
Hold a database of suitably qualified workers
Tend to specialise in different types of worker eg office staff, hotel and catering.

20. EXTERNAL RECRUITMENT
“External recruitment is when businesses attract and hire workers from outside their organisations.”
Advantages of External Recruitment
More candidates to choose from therefore there is a better chance of finding a good candidate
New ideas and fresh perspective is brought in
If recruitment is performed by an employment agency then the business is relieved of some of the work involved
Another vacancy will not arise in the business

21. “External recruitment is when businesses attract and hire workers from outside their organisations.”
Disadvantages of External Recruitment
Can be expensive - costs of advertising and/or using recruitment agencies
New employees need induction training
Less is known about external candidates.
New employee will take time to settle in.

22. QUESTIONS
Name 3 ways of Recruiting staff and give an advantage and disadvantage of each.
(6 marks)
Compare the use of internal sources with external sources of recruitment.
(4 marks)

23. Recruitment Agency – can alleviate the extra work necessary from the organisation but can be expensive
Newspapers – can be targeted towards a given audience but may not be seen by potential applicants
Internet – can be seen by a huge pool of potential applicants but often jobs are already filled and are not always removed from the sites

25. SELECTION
Recruitment is about finding suitable people who are willing to work for a business. The name given to those people is candidates. Selection is about choosing the best candidate to fill the vacancy.
The selection process can be split into 3 main steps
APPLICATIONS RECEIVED
INTERVIEWS HELD and/or TESTS undertaken
CANDIDATE SELECTED

26. METHODS OF APPLICATION
Written applications for jobs are in the form of a letter and/or an application form. Sometimes a Curriculum Vitae will be used.
LETTER OF APPLICATION
A letter of application should contain information about the candidate, such as their qualifications and experience and reasons for applying.

27. Application Form
A typical application form will ask for the same information as shown on the right.
Referees are those people who know the candidate well from work and can comment on their suitability to do a job.

28. CURRICULUM VITAE (CV)
A curriculum vitae gives information about a candidate’s personal qualities, qualifications, skills, experience and hobbies. It is often sent with an application form or letter of application. A business will use the information in a CV to assess a candidate’s suitability for a vacancy.

29. To help me choose the best person for the job, I may ask
for a reference.
A reference is a statement by
someone who knows the candidate
well and can give a worthwhile
opinion on that person’s suitability
for a job.
Human Resources Manager

30. Someone who gives a reference is called a referee
We give information
about a candidate’s
character, attendance,
attitude to work, abilities
and behaviour.
I too can can give
information about a
candidate’s
character, attendance,
attitude to work, abilities
and behaviour.
Someone who gives a reference is called a referee
Examples of suitable referees are -
Candidate’s Employer/ Manager
Teacher

31. Human Resources Manager
I will also ask for
REFERENCES, to help me
assess who the best
candidate is.
After looking at
all the applications
I will prepare a SHORT
LIST/LEET of the best
candidates.
I will then invite the
best candidates for an
interview
Human Resources Manager

32. DIFFERENT TYPES OF INTERVIEWS ONE-TO-ONE INTERVIEWS

33. DIFFERENT TYPES OF INTERVIEWS
“Need shades for his blue trousers!”
“This guys body language is very negative.”
“This is so boring!”
PANEL INTERVIEWS

34. DIFFERENT TYPES OF INTERVIEWS ONE-TO-ONE INTERVIEWS
“Good morning, I like how you have come dressed in same colour as the table….”
ONE-TO-ONE INTERVIEWS

35. assess the suitability of a candidate
INTERVIEWS
assess the suitability of a candidate
see the physical appearance of a candidate
assess the suitability of a candidate’s personality
assess the verbal skills of a candidate
allow candidates to ask questions
“Good morning, please take a seat. You will see I am colour co-ordinated with my chair. My, what big hands you have!”

36. Methods of Selection - TESTS
Psychometric tests
Intelligence
Tests
Thinking, reasoning, logic, attitudes, personality
Numeracy, literacy, problem solving
Aptitude Tests
Attainment test
Skills specific to the job.
Demonstrating a particular skill against a target
Suggest and explain what methods of selection would
be most appropriate for the job you used.

37. Selection Task – Work in pairs/groups
Go to s1Jobs.com
Choose a few jobs you are interested in
Read the Job Description and Person Specification
Then make up four questions you could ask that person in an interview
Think of possible tests you could give to applicants

38. STEPS IN THE RECRUITMENT AND SELECTION PROCESS
CARRY OUT A JOB ANALYSIS
PREPARE A JOB DESCRIPTION
PREPARE A PERSON SPECIFICATION
ADVERTISE THE VACANCY
APPLICATIONS RECEIVED
SHORTLIST PREPARED
INTERVIEWS HELD
CANDIDATE SELECTED
CANDIDATES INFORMED

39. QUESTIONS
Describe the Selection methods used to appoint new employees.
(4 marks)
Describe and justify 3 methods of testing that would be used when selecting staff. (A different justification must be used each time).
(6 marks)

40. QUESTIONS
Setting up a call centre will create hundreds of jobs. Describe a suitable recruitment and selection process the business might use.
7 marks

43. Job vacancy is identified.
A job analysis is prepared which identifies the tasks, duties, skills and responsibilities of the job.
A job description is prepared which states the job title, location, tasks, duties and responsibilities. Working conditions may be included.
A person specification is prepared which describes the qualities, qualifications, experience and interests which the desired candidate will possess.
Advertise the job vacancy, internally or externally.
Application forms, and CVs are received and checked.
Short list drawn up.
Interviews held.
Testing may occur – aptitude to check if employees have good communication/ICT skills, psychometric to check if they can work under pressure, etc.